how to kickstart data-driven hr this summer

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How to Kickstart Data-‐Driven HR this Summer

Dave Weisbeck Chief Strategy Officer Visier

How to Kickstart Data-‐Driven HR

Dave Weisbeck, CSO, Visier

Summer 2016

Maximize your business outcomes, through your people

Analyze: Go from data to insights Align: Go from insights to plans Act: Go from plans to outcomes

Where are our recruiAng boBlenecks?

How can we retain criAcal employees?

What if?

How well did we plan?

How do our total workforce costs breakdown in our plan?

Should I give my team member a raise?

What are our total workforce costs and how are they changing?

How can we connect Total Rewards to our boBom line?

How will turnover impact our future

workforce?

Which workforce scenario will best meet our business goals and budget?

Where should we allocate people to support the

business?

Which CriAcal Talent is at risk of resigning?

Who should I promote? Workforce AnalyAcs

Workforce Planning

Visier Workforce Intelligence

Visier is about making both HR and the business beBer

Visier is how the best brands achieve the best business

outcomes

Agenda

• Choices in becoming Data-‐Driven •  The Business Intelligence (BI) opMon • What embedded HR analyMcs can and cannot do • What really maPers to be successful •  Examples of quick wins with workforce intelligence

Becoming Data-‐driven

The 3 CriAcal Pieces

1. Skillset

Mindset

Technology

2.

3.

From data management to analyMcal thinking.

Culture of fact based decision making.

Empowering all users to be successful.

… and the survey says.

“First the good news: almost 70% of survey respondents expect their analyMcs budgets to increase in 2017…. Now the bePer news: management seems more convinced than ever before about the power of people-‐related data”

The Technology Choices

Business Intelligence

Embedded “AnalyMcs”

Workforce Intelligence

•  Tools that allow you to create reports and dashboards on any data

•  Repor,ng that comes with your HRIS, ATS, etc.

•  Dedicated workforce analyMcs and planning


•  Tools that allow you to create reports and dashboards on any data

•  Extremely flexible – you can build whatever you want

•  Extremely difficult and expensive – requires very technical and expensive skills

•  Slow – you (or IT) have to build it all yourself

BI challenges and risks

Complex data integraMon

Costly data warehouse

Time-‐consuming report development

Insecure sharing

BI challenges and risks

Complex data integraMon

Costly data warehouse

Time-‐consuming report development

No integrated security

BI project costs: A TCO that keeps growing

Embedded HR analyAcs

The promise of embedded HR analyAcs

•  Repor,ng that comes with your HRIS, ATS, etc.

•  Bundled into an HR system promises fast and cheap

•  Only reporMng – not analyMcs •  Not integrated & connected –

how do you connect Perf Mgnt for Quality of Hire?

The one really big catch The answers to strategic business quesMons do NOT live in your transacMonal HR systems

•  In retail Do stores where employees have longer tenure report higher sales?

•  In manufacturing How does training spend relate to defect rate?

•  In healthcare What workforce drivers are linked to higher paMent saMsfacMon?

•  In financial services Is the amount of variable compensaMon linked to the number of new insurance policies wriPen?

•  In technology How does Mme in posiMon relate to the first-‐call resoluMon rate of support calls?

It is all about Business Outcomes

An asserAve, data-‐driven CHRO, is required for your companies business success?

Business Results are Key

Source: Harvard Business Review

The answers live in disparate systems

ExtracAng true value from embedded analyAcs requires extra cost and Ame

Data integra6on Extra cost and 6me



Historical data Extra cost and 6me



Historical data Extra cost and 6me

Future changes Extra cost and 6me

Why combining workforce data with business data is key

Talk to business leaders in terms they care about:

business results

“HR that starts with the business doesn’t get as much resistance

from the business.”

Dave Ulrich

• What workforce metrics (such as pay per FTE, resignaMon rates, performance raMngs, etc.) are most correlated with an increase in revenue per full-‐Mme employee?

Example: QuesAons that connects the workforce to business results

Examples: QuesAons that connect the workforce to business results •  How does turnover compare to sales across locaMons over last 12 months?

•  How do tenure and performance relate to the profit of business units?

•  How do headcount, turnover rate, and total cost of workforce compare to revenue by locaMon?

•  What employee aKributes most contribute to a high customer sa6sfac6on score?

•  Does employee engagement impact profitability?

•  Does increasing the compa-‐ra6o for top performers in criMcal roles increase revenue growth?

Common metrics •  Sales per square foot •  Conversion rate •  Sales per hour •  Average basket size/value

•  Profitability per store

Business ques6ons: •  How does employee engagement impact basket size?

•  Do more training hours lead to a higher in-‐store conversion rate?

•  How does variable comp affect sales per hour?

Retail

Common metrics

•  Net profit, profit margin, share price

•  Customer saMsfacMon & retenMon

•  Average insurance policy size

Business ques6ons •  How does engagement relate to customer sa6sfac6on?

•  If we increase compensaMon in a specific area, will it drive the number of new policies achieved?

Financial services & insurance

Common metrics

•  Units produced •  Cost of good sold •  Product margin

•  Units sold •  Defect rates •  Revenue •  Profits

Business ques6ons •  Do high average compa-‐raMo teams sell more units?

•  Is training reducing defect rates on products shipped?

•  Are overMme hours impacMng profitability?

Manufacturing

Quick wins with workforce intelligence

Workforce intelligence connects workforce insights to business results -‐ quickly

Workforce Intelligence

The complete workforce intelligence decision journey

What is going on in the workforce and why?

WHAT? SO WHAT? NOW WHAT?

What are the most urgent business implicaAons?

What should we do differently to drive business outcomes, and is it working?

Engagement


Does higher engagement correlate with higher customer saAsfacAon (paAent outcomes, producAvity,…)?

What acAons will improve engagement? How do we measure if we are successful and on track?

What is our employee engagement score in each store (hospital, lab, plant,…)?

Engagement •  Discover what drives employee engagement to create programs to increase engagement

RetenAon


How do resignaAons impact revenue per store?

Who is at risk of leaving? How can we improve retenAon of top performers?

What is causing resignaAons to increase, or decrease?

Store Revenue vs. Turnover

How people impact Customer SaAsfacAon

Tenure managers Age

Absence

1st year turnover

Training hours Variable pay

Female raMo

Customer SaMsfacMon KPI

Metrics with posiMve correlaMon to Customer SaMsfacMon Metrics with negaMve correlaMon to Customer SaMsfacMon

RecruiAng


Which recruiAng sources have the best conversion rates for hiring top performers?

How can we increase the number of top performers we hire?

How much does our recruiAng funnel drop off at each stage in the process?

RecruiAng •  See where top talent comes from and translate improvements into a lower cost per hire.

Workforce planning and costs


Are we tracking to hit the cost targets Finance set for this year?

What changes can we make in Ame to stay within our budget without a reducAon in force?

What is the total cost of our workforce, including conAngent workers?

Workforce planning and costs •  Create a plan that meets business objecMves while staying within cost and headcount limits set by Finance.

Modern workforce intelligence is purpose-‐built for each role:

Analysts Ad hoc analysis, predicMve

analyMcs, filtering, and drill-‐down

Leaders Dashboards, reports, and scorecard traffic lighMng

Planners “What If” scenarios, modeling and forecasMng, and plan monitoring

HR Business Partners Self-‐service analyMcs, including easy ways to compare talent

Take the next step

Resources available at www.visier.com

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Thank you

Dave Weisbeck

[email protected]

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